HRM final project ppt.pptx three projects onufone,njazz, zong

Human resources management final project ppt

1. Submitted By: Sapna Fayaz – L1F23BSAF0019 Asim Ali Bacha – L1F23BSAF0099 Submitted To : Ma’am Nehan Iqbal

2. HRM Compensation Plans in Pakistani Corporations A comparative case study of Engro Corporation, Fatima Fertilizers, and PARCO.

3. Table of content 1. Engro Corporation 2. Fatma Fertilizers 3. PARCO 4. Comparative Analysis 5. Overall Conclusion 6. Recommendations 7. Conclusion

4. Engro Corporation: Performance-Driven Compensation Strategy: Market-driven approach with quarterly gain-sharing for top 50% performers . Benefits: Above-average wages, life/medical coverage, retirement, fuel/car allowances, flexible paid leaves (15-40 days). Challenge: Motivational issues among mid-level staff not receiving quarterly bonuses. 4

5. Fatima Fertilizers: Structured Equity Structure: Systematic 15-grade wage structure promoting fairness and transparency. Benefits: Uniform across grades, including accommodation, medical care, and allowances. Challenge Less dynamic system, base pay slightly below industry, limited performance incentives.

6. PARCO: Balancing Fairness and Skill Structure: Dual-pay system with fixed job-grade salary and variable pay based on skill acquisition. Benefits: Inclusive non-monetary benefits: housing, transport, pension, medical schemes. Positive pay equity for women. Challenge: Biennial review, uneven skill-based increases, and lack of electronic performance linkage.

7. Comparative analysis Criteria Engro Corporation Fatima Fertili z er s PARC O Pay Competitiveness Above market average Slightly below market Market-aligned Performance Based Incentives Strong (quarterly) Weak Moderate Non-Monetary Benefits Excellent Good Good Employee Morale & Motivation High (top performers) Mixed Generally positive

8. Overall Conclusion: Engro Ranks Highest Above-Market Pay: Competitive compensation attracts and retains top talent. Clear Bonuses Recurring performance bonuses drive a strong performance culture. Balanced Benefits Excellent monetary and non-monetary benefits package. Strategic Alignment HR goals align with competitive positioning, fostering growth.

9. Engro Corporation Fatima Fertilizers PARCO Broaden incentive coverage to mid-level performers. Conduct annual market alignment studies for mid/senior levels. Move from biennial to annual salary reviews. Introduce team-based rewards to reduce internal rivalry. Create a performance-based bonus system. Implement automated performance tracking tools. Recommendations

10. Conclusion Engro Corporation ranks highest due to its above-market pay, strong performance bonuses, and alignment with HR strategy. However, its focus on top performers can demotivate mid-level staff, indicating a need for more inclusive reward policies.

11. THANK YOU!